Scott, you refer to the Christopher Columbus Trophy "To those who venture
out not knowing where they are going, only to return not knowing where
they have been".
Is it important to know either? Or is exploration valid simply for the
sake of it? It occurs to me that in many ways some of the best learning
people can go through is when they are lost. I think that it is possible
to change my approach to life back at the ranch as a result of a journey
and not have a clue of where I have actually been in the mean time.
On a more fundamental level ---- I believe that there is a serious issue
about how to target HR training and development to support organizational
learning. What are the key tools that people need in order to be able to
operate in a learning environment? How can people learn to learn?
Scott also refers to training in terms of "bulking up" only to try to pull
the same old square wheeled wagon. This is another serious issue for the
learning organization. What can organizations do to change the
environment in which people work so that it reinforces the things they
learn through training rather than simply bringing them back to earth. I
have done some work in the past on how objectives can be used to focus the
minds of people in the work place. What about other issues, environment,
organization, tools, style and approach etc?
Any ideas?
matthew.holmes@warwick.ac.uk
Warwick Manufacturing Group
University of Warwick
--Matthew Holmes <HOLMES_M@WMGMAIL.wmg.warwick.ac.uk>
Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>